Detrimental effects of cynicism on organizational change: An interactive model of organizational cynicism (a study of employees in public sector organizations). Issue 4 (4th July 2016)

• Record Type: Journal Article
• Authors: Aslam, Usman; Ilyas, Muhammad; Imran, Muhammad Kashif; Rahman, Ubaid- Ur-
• Is Part Of: Journal of organizational change management. Volume 29:Issue 4(2016)
• Page Start: 580
• Page End: 598
• Publication Date: 2016-07-04
• Subjects: Job satisfaction -- Affective resistance -- Behavioural resistance -- Dispositional resistance -- Employees' withdrawal behaviour; Organizational change -- Periodicals; Organization -- Periodicals; Management -- Periodicals; 658.406
• DOI: 10.1108/JOCM-12-2014-0231
• Languages: English
• ISSNs: 0953-4814

Abstract

Abstract : Purpose: – The purpose of this research is to investigate the detrimental effects of cynicism on organizational change. It presents an interactive and novel theoretical research model based on organizational cynicism. The study aims to determine the causes of cynicism and suggests remedies for it so that change may be implemented with the consensus of all stakeholders. Design/methodology/approach: – This is an associational study that aims to test the hypotheses of linear relationships among the variables used in the proposed model. Data have been collected from 417 employees, working for three public sector organizations, by using self-administrated questionnaires. The model proposed in this research has been tested by using regression analysis in Amos 22. The interactive effects have been examined by using Aguinis's (2004) multiple moderated regression. Findings: – The results reveal that dispositional resistance increases the intention of an employee to exhibit withdrawal behavior and that organizational contextual factors have statistically significant relationships with employees' withdrawal behavior and their job satisfaction. Moreover, the results of interactive effects are partially significant. Practical implications: – The Government of Pakistan, the managements of public sector organizations and workplace unions can resolve the issues of cynicism and job insecurity by involving employees in decision making and by building trust in change leaders. Employees' participation and their trust in change leaders can decrease their intentions to exhibit withdrawal behavior and lessen the occurrences of organizational cynicism. In addition, trust in change leaders can raise job satisfaction, while job insecurity can decrease the job satisfaction levels of employees. Originality/value: – This research presents and examines a unique multiple interactive model of organizational cynicism. Until recently, a scant number of studies particular to Asian culture, have investigated the detrimental and interactive effects of cynicism on organizational change.